Social Media Background Checks: How to Legally Utilize Social Media in the Recruitment Process

SHRM 2015 Talent Management Conference & Exposition

Workplace Application: Learn what you should and should not be doing when using social media to screen job candidates to ensure you are in compliance.

Social Media Background Checks: How to Legally Utilize Social Media in the Recruitment Process

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Repeated Wednesday at 9:45 a.m.

In today's instant information gratification world, you can easily find professional and personal information on a job candidate with just a few keystrokes. It is critical for you to be aware of the rising legal risks when looking up candidates on a social network or search engine. Jason Morris shares both the risks and rewards of screening job candidates online. Addressing the use of both for screening and recruiting purposes, he uncovers recent statistics regarding employer's use of social media. With the utmost concern for protecting your organization, Morris explains the legal concerns including privacy, discrimination, and accuracy which cover the potential risk for those using social media in the recruiting and hiring process. You will learn:

How to legally use social media and the internet in your recruiting and hiring process.

Potential legal risks of screening job candidates using the internet and social media.

The seven do's and don'ts to remember when using social media to screen job candidates.

Jason Morris founded EmployeeScreenIQ in 1999 and currently serves as the company’s Chief Operating Officer and President. Morris is a Licensed Private Investigator in the States of Ohio, Illinois, New Jersey, Texas, Arizona and Nevada. Morris also serves as an Expert Witness in the areas of background checks, employment screening and the FCRA.Morris’ responsibilities include refining EmployeeScreenIQs’ position as a global employment screening industry leader in best practices and FCRA compliance and to continue to provide its diverse clientele with the support they need to reach their recruitment, retention, safety and financial goals.

Prior to founding EmployeeScreenIQ, Morris served as vice president of operations for a Cleveland, OH-based private investigation company. He has also held management and investigative positions with two other security organizations located in the greater Cleveland area.